Talent acquisition ‘not aligned with strategic business objectives’

 

Firms are missing out by failing to strategically link their talent acquisition activities with their business strategy, according to a global study by Korn Ferry Futurestep.

According to the survey of over 1,100 hiring professionals in EMEA, only 38% percent of respondents say their recruitment team is aligned to business objectives, while 35% do not have a strategic workforce plan.

The findings come at a challenging time for recruiters. Previous research showed 48% of respondents in the region are finding it harder to source qualified candidates compared to a year ago, while a quarter of respondents said their recruitment activity is being impacted by the emergence of new skills in a rapidly changing market.

 Jan Mueller, managing director, talent acquisition solutions, EMEA, Korn Ferry Futurestep, said: “The findings clearly tell us too many businesses in EMEA are failing to make the most of the talent within and around their organisations.

“When talent strategy and business strategy are not aligned, talent acquisition becomes tactical and ineffective. However, if companies get this alignment right, they give themselves a stronger long-term view on talent, achieve greater efficiency with personnel and, crucially, give themselves the best chance of meeting business objectives.”

The survey also showed talent acquisition is also misaligned with candidate behaviour. In an increasingly digitally-focused landscape, just 20% of respondents said they use mobile technology tools for recruitment. Furthermore, only 45% said they use video interviewing, while only 46% use online assessment tools.

Mueller added: “The reality today is that candidates expect to be able to use the technology they are used to utilising in everyday life to get through an application and interview process.

“If businesses are to attract the best talent, they must adapt to this mobile first approach to talent. If not, they can expect to see the most desirable hires head to competitors with up-to-date technologies and processes.”

According to the research, businesses are also failing to take advantage of recruitment process outsourcing (RPO) partnerships in order to improve their hiring activities. The survey showed that while EMEA recruiters are partnering with RPO providers on sourcing and screening candidates, relatively few are making use of other RPO services such as employer branding, building talent communities, or creating metrics for reporting and decision making.

Mueller concluded, “The value RPOs can bring to organisations goes way beyond a tactical recruiting machine. With a strategic partnership, RPOs can help businesses use the right tools, make long-term hiring plans and collect valuable data to develop even more sophisticated talent acquisition processes.”

Thursday, 9 March 2017

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